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Understanding how HR professionals can form a mutual relationship with technology, will enable their companies with a competitive edge in an ever-changing labor environment
FREMONT, CA: With the rise of technological advancement and its implementation in workplaces, there has been a growing concern for the potential replacement of human resources. While this may hold some truth as several traditional tasks have been replaced by machines, on a wider scale, it will most likely be used to support human talent.
Human and Technology Relationship
A business's success relies on the productivity of its employees. The elements of technology can help boost HR professionals in their daily responsibilities and enhance it to allow them to work smarter, faster, and more efficiently.
Sensors connected through the Internet of Things (IoT) could help in monitoring life signs and activities, and also provide recommendations for taking supplements and such to keep HR professionals and staff in routines that are beneficial to their health and productivity.
This combination of analysis, scientific knowledge, and augmentation might merge into the HR landscape as part of a generalized employee wellness plan, ensuring not only day-to-day productivity but also reducing areas of inefficiency such as sick days.
Learning and Development
HR technology can be seen as a way to ease the load of daily duties, and one such area in which digital platforms are becoming useful is learning and development. Although HR and L&D professionals need to be smart in the early stages of building and the ongoing maintenance of training programs to be delivered via EdTech (Education Technology), there is little need for supervision once it is designed, and the in-person aspect of the course can be scheduled for convenience.
Millennial HR professionals will already know how to implement technology in various aspects of their work. This promises well for advanced technology that HR members might need to incorporate into training scenarios, like the rising popularity of virtual reality (VR) that implement learning aspects.
Remote technology might not replace HR professionals, but it will present some challenges for HR. The need for HR professionals to understand how technology can enhance the hiring process is so crucial, from incorporating artificial intelligence to concentrating potential candidate pool to knowing how to use video conferencing during the interview process. To track data and forms of all the remote employees, the dependence on cloud services may be increased, but if members of the HR are not well versed in their tech training, the likelihood of data loss will arise.
HR professionals will also need to gain a deeper understanding of company projects to know how to support individual teams and team members when it comes to recruiting remote employees. HR professionals need to learn how these employees best operate to provide services that have a beneficial impact on the entire company.